ANCHORAGE SCHOOL DISTRICT

Transcription

1 AGREEMENT BETWEEN ANCHORAGE SCHOOL DISTRICT AND GENERAL TEAMSTERS LOCAL 959 COVERING WAREHOUSE AND MAINTENANCE EMPLOYEES July 1, 2014 June 30, 2017

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3 Table of Contents ARTICLE 1 PURPOSES OF THIS AGREEMENT... 1 ARTICLE 2 RECOGNITION AND UNION SECURITY... 1 ARTICLE 3 MANAGEMENT RIGHTS... 1 ARTICLE 4 UNION ACTIVITIES AND MEMBERSHIP RIGHTS... 2 ARTICLE 5 AUTHORIZED REPRESENTATIVES... 2 ARTICLE 6 COVERAGE... 3 ARTICLE 7 HIRING HALL... 3 ARTICLE 8 EMPLOYEE APPOINTMENTS... 4 ARTICLE 9 PROMOTIONS... 6 ARTICLE 10 DUES CHECKOFF... 7 ARTICLE 11 DISCIPLINE AND DISCHARGE... 8 ARTICLE 12 GRIEVANCE PROCEDURE... 8 ARTICLE 13 EXAMINATION OF RECORDS ARTICLE 14 EMPLOYEE CLASSIFICATION ARTICLE 15 CLASSIFICATIONS ARTICLE 16 WORKING RULES ARTICLE 17 WORK ASSIGNMENTS ARTICLE 18 TIME RECORDS ARTICLE 19 CONDITIONS AND HEALTH BENEFITS ARTICLE 20 HOLIDAYS ARTICLE 21 LEAVES ARTICLE 22 PENSION AND RETIREMENT ARTICLE 23 LIFE INSURANCE ARTICLE 24 RECOGNITION FOR STABILITY ARTICLE 25 SAFETY ARTICLE 26 DUTY SECTIONS ARTICLE 27 SENIORITY ARTICLE 28 LAYOFFS ARTICLE 29 FOOD SERVICE SHORTENED WORK YEAR ARTICLE 30 PROTECTION OF RIGHTS ARTICLE 31 OVERLOADS ARTICLE 32 REVOCATION OF DRIVERS' LICENSES ARTICLE 33 SEPARABILITY AND SAVINGS CLAUSE ARTICLE 34 HEIRS AND ASSIGNS i

4 ARTICLE 35 NEGOTIATIONS ARTICLE 36 TERM OF AGREEMENT.39 APPENDIX I MINOR MAINTENANCE DUTIES FOR BUILDING PLANT OPERATORS 40 APPENDIX II TARDINESS POLICY APPENDIX III RECLASSIFICATION APPENDIX IV SUBSTANCE ABUSE POLICY ARTICLE I TESTING OBJECTIVES ARTICLE II PROBABLE SUSPICION, POST-ACCIDENT, AND RANDOM TESTING ARTICLE III CONSENT PROCEDURES ARTICLE IV TESTING PROCEDURES ARTICLE V MANDATED FEDERAL REQUIREMENTS DRUG SCREEN CONSENT AGREEMENT FOR CONTINUATION OF EMPLOYMENT IMPAIRED BEHAVIOR REPORT ii

5 ARTICLE 1 PURPOSES OF THIS AGREEMENT 1.01 The purpose of this Agreement is to promote the settlement of labor disagreements by conference, to prevent strikes and walkouts, to stabilize conditions of work in the area affected by this Agreement, to prevent avoidable delays and expense, and to generally encourage a spirit of helpful cooperation between the District and the employee groups to their mutual advantage. ARTICLE 2 RECOGNITION AND UNION SECURITY 2.01 The District hereby recognizes General Teamsters Local 959, during the term of this Agreement, as the sole and exclusive bargaining agent for the positions contained within the classifications and work units referenced in this Agreement. A projected reclassification of a current position will be presented to the Union and the Union will be permitted to make a presentation during any reclassification committee meeting All regular and probationary employees who are not already members shall become members of the Union on or before the thirty-first (31 st ) day worked following the beginning of employment or the effective day of this Contract, whichever is later, and all employees shall maintain membership in the Union as a condition of employment during the life of this Agreement Employees must remain in good standing with the Union during the term of this Agreement and any renewal thereof. The payment of initiation fees and periodic dues and assessments uniformly required as a condition of retaining Union membership shall constitute good standing in the Union for the purpose of this paragraph. If an employee fails to meet the aforementioned conditions of employment, the Union shall notify the employee that failure to meet the Union Security conditions will result in the District terminating the employee ten (10) working days after receipt of written notice from the Union The Union shall indemnify the District and hold it harmless against any and all claims, demands, suits, or other forms of liability of any kind whatsoever which may arise out of, or by reason of, actions taken or omitted by the District for the purpose of complying with the provisions of this Article. ARTICLE 3 MANAGEMENT RIGHTS 3.01 Nothing in this Agreement shall be construed to limit or impair the right of the District to exercise its own discretion on all management matters, including by way of illustration but not limited to the following matter, whatever may be the effect upon employment, when in its sole discretion it may determine it advisable to do any or all of the following: a. To manage the District generally; to decide the number and location of facilities; to determine work zones and assignments of resources to each zone; to decide all machines, tools, and equipment to be used; to decide the work to be 1

6 performed; to move or remove a facility or any of its parts to other areas; to decide the method and place of providing its services; to determine the schedules of work; to maintain order and efficiency in its facilities and operations; to hire, layoff, assign, transfer, and promote employees; to determine the qualifications of employees; to determine and re-determine the number of hours to be worked; to make such reasonable rules and regulations not in conflict with this Agreement, as it may from time to time deem best for the purposes of maintaining order, safety and/or effective operation of its facilities, and after advance notice to the employees, to require compliance therewith by employees; to discipline and discharge employees for cause. b. Management shall have all other rights and prerogatives including those exercised unilaterally in the past, subject only to express restrictions on such rights, if any, as are provided in this Agreement. ARTICLE 4 UNION ACTIVITIES AND MEMBERSHIP RIGHTS 4.01 The District agrees that it will not in any manner, directly or indirectly, attempt to interfere between any of its employees and the Union, and that the District will not in any manner restrain or attempt to restrain any employee from belonging to the Union or from taking an active part in Union affairs, and that it will not discriminate against any employee because of Union membership or lawful Union activity The Union assumes all obligations and responsibility for the continued membership of its members and the collection of their dues, and the Union shall retain the right to discipline its members at all times. No employee shall be discriminated against for the upholding of Union principles, and no employee who works under the instructions of the Union, or who serves on a committee, shall lose their position or be discriminated against for this reason There shall be no discrimination by the District against any employee because of membership in or lawful activity on behalf of the Union. ARTICLE 5 AUTHORIZED REPRESENTATIVES 5.01 The Union shall have as its representative a Business Representative who shall be authorized to speak for the Union in all matters covered by this Agreement and shall be permitted, upon notification to the District, to visit any project during working hours. Discussions with employees shall occur during scheduled breaks or before/after the scheduled work shift A reasonable number of shop stewards (not to exceed a maximum of one (1) shop steward for every fifteen (15) bargaining unit members) may be appointed from among the employees of the District and shall be the last employees terminated unless discharged for cause. The shop steward shall be allowed, following notification to the appropriate supervisor or department director, to handle requests, complaints, and grievances arising under this Agreement with the proper District Representative during 2

7 working hours. Time spent in pursuing shop steward responsibilities shall be noted on signed leave slips submitted to the appropriate supervisor. The shop steward shall suffer no loss of compensation for a reasonable amount of time spent working with employees; however, the District is not expected to subsidize meetings of groups of stewards except on occasion, as coordinated by the Business Representative and the appropriate manager The shop steward shall not be terminated for any cause until the District Administrator and the Business Representative have completed an investigation into the alleged cause for termination prior to proceeding to the grievance procedure The School District shall not change the shop steward's shift except for the following reasons: a. Mutual agreement of the shop steward; b. Emergency purposes up to a maximum of five (5) working days or for normal shift changes; or c. The purposes of efficient accomplishment of School District work with ten (10) working days' notice to the shop steward and the Union The Union shall designate to the District, in writing, the Union representatives, and the District shall not be required to recognize or deal with any employees other than those so designated. ARTICLE 6 COVERAGE 6.01 This Agreement shall cover all facilities which the District may operate during the term of this Agreement or any extension thereof, or any transfer of operations from existing facilities while under the District s control. ARTICLE 7 HIRING HALL 7.01 The Union agrees to maintain a hiring hall and to solicit qualified workers, both Union and non-union, in order to fill vacancies for regular employees in the classifications covered by this Agreement. The District agrees to forward job vacancy announcements to the Union to furnish qualified workers it may require in the classifications herein mentioned, subject to the following terms and conditions: a. The Union Hiring Hall shall be a source of applicants on whom the District shall rely. The District s request that a particular person be dispatched, if employed by the District as a temporary or regular employee within the previous twenty-four (24) months, shall be honored. The request, which may be faxed, ed, or submitted in person, shall specify the qualifications required. The district may concurrently solicit applicants from other sources provided, that in such instances, the Employer shall require each new employee to physically report to the Union Hall prior to beginning work to obtain a dispatch slip. b. Selection of applicants for referral to jobs shall be on a non-discriminatory basis and shall not be based on, or in any way affected by, Union membership, bylaws, 3

8 rules, regulations, constitutional provisions, or any other aspects or obligation of Union membership, policies, or requirements. c. The District retains the right to reject any job applicant referred by the Union. d. The Union agrees that it will not discriminate against non-union workers in referring workers to the District, and the District agrees that it will not discriminate against Union workers in selecting job applicants referred to it by the Union. e. The Union and the Employer agree to post in places where notices to employees and applicants for employment are customarily posted, all provisions relating to the functioning of these hiring arrangements. f. Prior to utilization of temporary employees in Warehouse operations, employees in layoff status will be called back first. ARTICLE 8 EMPLOYEE APPOINTMENTS 8.01 Regular Employees. A regular employee is a person assigned to a regular fulltime position and shall be eligible for all benefits provided for in this Agreement, subject to the provisions under "Probationary Employees." Regular employees shall be assigned to workweeks of forty (40) hour duration, twelve (12) months per year, except that it is understood that employees assigned to the Student Nutrition Center may be subject to layoff during summer months. Such employees shall have the opportunity before May 1 of each year to indicate interest in summer warehouse work which may be available. Should no interest in summer work be declared by May 1, employees shall have waived all rights to recall or preferential consideration for the period of their seasonal layoff Probationary Employees. New employees shall serve a probation period for the first seventy-five (75) working days of employment. The probationary period may be extended by mutual agreement between the District and the Union. This period is considered to be the final step in the hiring process leading to regular employee status and shall be utilized for observing closely the employee's work, for securing the most effective adjustment of the new employee to their position, and for dismissing such an employee for any reason which the District, in its sole discretion, deems adequate. Probationary employees may be rotated in shifts so that leads and supervisors may observe and train probationary employees in all facets of the position. Shift change assignments shall be made no later than the fifth (5th) working day of the workweek. Probationary employees shall receive no less than sixteen (16) hours rest prior to starting a new shift assignment without loss of pay Temporary Employees. If the temporary employee becomes a regular employee, bargaining unit seniority shall be counted from the most recent date of hire without a break in service. A break in service is defined as an absence of four (4) or more consecutive workdays for the purpose of determining seniority dates. a. Temporary employees may be employed under the following conditions: i. Substitutes o to substitute, if needed, for a regular employee on approved vacations, unauthorized absences, Workers' Compensation, or illness. o to substitute if needed to fill open/vacant positions. 4

9 The District will post and attempt to fill vacant positions in an expedient manner and will not use substitutes to avoid filling a regular position. OR ii. Extra Help o to provide extra help with special projects or seasonal work. Special Projects / Seasonal work is defined as that work assigned in addition to the normal, routine assignments including, but not limited to: move and set-up of relocatables, material transfer due to construction projects, rehabilitation due to fire damage, vandalism, water damage, roof damage, etc. The Union will be notified before special projects or seasonal work is undertaken, except under emergency circumstances. 1. Should the regular employee become unable to return to duty, the vacancy created will be posted and filled in the normal manner, unless the District elects to eliminate the position. A substitute pool may be utilized during staffing needs as referenced in a.i. above. 2. Extra help employees are designated for a maximum of ninety (90) continuous working days of employment. The position the extra help employee holds on the ninety-first (91st) working day of continuous employment shall be considered a regular position. Two (2) full pay periods must pass before a released extra help employee may be rehired. No extra help employee may be in pay status under this Agreement for more than one hundred fifty (150) workdays of employment within a fiscal year. An extra help employee who has worked for one hundred fifty (150) workdays within a fiscal year shall become a regular employee, effective the one hundred fiftyfirst (151st) day of work. 3. Substitute or extra help employees will not be used to avoid assignment to regular employees of overtime. However, the District may assign overtime to substitute or extra help employees, to complete assigned daily duties, when that overtime is contiguous with the regular shift and there is an insufficient number of regular employees at the work site to do the needed work. This practice shall be reasonable and is not to be viewed as an invitation to routinely assign twelve (12) hour days to substitute or extra help employees. b. Temporary employees are not entitled to annual leave, holiday pay, health benefits, or retirement benefits. Temporary employees shall not be considered members of the bargaining unit, and shall not have access to the grievance procedure. c. Temporaries shall be paid at the regular wage rate, depending on grade of work assigned. d. Regular employees in layoff status shall be assigned temporary work, preferentially, before any temporary employee is called. e. The District may dismiss a substitute or temporary employee for any reason which the District, in its sole discretion, deems adequate Casual Laborers. Casual laborers are exempt from the rules governing Temporary employees and may be secured by the District at any time, for any purpose not in conflict with this Agreement. These are laborer positions requiring little technical skill. Casual employees shall not be covered by the terms and conditions of this Collective Bargaining Agreement, shall not be considered members of the bargaining 5

10 unit, and shall not have access to the grievance procedure herein contained. The Casual employee will only perform repetitious, non-technical work, e.g., placing books in boxes, cutting grass with hand mowers, wrapping pallets, hand trucking, using nonmotorized pallet jacks, etc. Use of hand trucks and non-motorized pallet jacks will be limited to transporting materials within any facility other than the Warehouse. Casual employees shall be adequately supervised by appropriate District staff. Casual employees will not be used to circumvent payment of overtime to regular employees Regular Part-Time Employees. The District may, on a continuing basis, establish a reduced schedule of hours when an employee requests it and where it does not interfere with the operational schedule. An employee within this category will accrue, on a pro-rata basis, all benefits for which they are eligible. Regular part-time employees who have a minimum of 30 compensable hours a week may qualify for health insurance coverage, in accordance with Article ARTICLE 9 PROMOTIONS 9.01 Promotions to newly created or vacant jobs shall be based on qualifications determined by the District as posted in the Job Posting. The District may consider prior documented work performance in determining whether an applicant meets the qualifications. When the District determines that more than one (1) candidate meets the qualifications the applicant with the most seniority in the work unit will be selected. Eligibility for promotion shall first be by work unit. If the position is not filled within the work unit, it shall be filled in accordance with the procedures defined in Section 9.06 below Employee evaluations shall be completed annually, using standard District forms provided by the Human Resources Department, beginning in July of each year. Evaluations shall be used as a constructive tool to inform the employee of strong and/or weak areas. Supervisors may consider input from co-workers, District personnel and community members. The supervisor will indicate on the completed annual evaluation whether or not an employee is recommended for promotion. Non-recommendation for promotion will be justified and coordinated with the next senior supervisor. Performance evaluations are not subject to the grievance procedure If the District should reclassify or promote an employee covered by this Agreement to a managerial position, and the employee returns to the former status within twelve (12) months, there shall be no loss of accrued seniority established at the time of promotion The District reserves the right to select, within a given work unit, one of three Range 9 employees, or M-6 M-8 employees when there are not three voluntary M-9 employees in the work unit, with the greatest seniority to fill an M-10 job opening. However, the District reserves the right to assign the selected employee to the zone where the position is needed. 6

11 9.05 The filling of temporary M-10 jobs in a work zone shall be rotated among the three senior M-9s, or M-8s, M-7s and M-6s when there are not three M-9 employees in the work unit. Employees shall indicate their interest in temporary M-10 positions by signing a list. Selections shall be made from the list on a rotating basis from the three senior M-9s on the list and available on that shift. An employee s name may be added or deleted from the list at any time by that employee in writing no more than a total of three (3) times per fiscal year. The District shall designate a single point of contact in each department for adding or deleting employees from the list Employees seeking promotion to M-10 positions or to promotions outside their assigned work units must submit applications in accordance with the established district procedures. Incomplete applications will be rejected. Only those employees applying and who meet the minimum qualifications as listed in Job Posting and are recommended for promotion shall be considered for interview. Employees who are interviewed and not selected will, upon written request, be notified in writing of the reason(s) All individual position openings will be posted for five (5) working days in the District prior to posting outside of the District An employee granted a promotion; i.e., upgrade in job classification and salary, and who is unable to satisfactorily perform the job assignment at the end or during the first seventy-five (75) working days of the assignment, will be reassigned to the employee s former range and step All employees shall be encouraged to participate in training programs. The intent of these programs is to provide training in different duties for the purpose of becoming qualified for promotional or change of unit opportunities. Those employees interested in these programs shall so indicate on a posting as training becomes available and be selected by seniority. Training shall be at District expense. Training shall be offered first to the senior employee within the work unit determined by the District to receive the training. The District may deny training to an employee who has successfully completed the training on a prior occasion provided an employee does not require the training for continuing employment. Employees electing to receive training, except continuing education training, shall agree to remain employed by the District for a minimum of one (1) year from completion of the training. An employee who voluntarily terminates employment prior to one (1) year will pay the cost of the training on a pro-rated basis. Completion of the necessary training may be a prerequisite for a recommendation for promotion. ARTICLE 10 DUES CHECKOFF During the life of this Agreement, the District will deduct current uniform dues, provided that at the time of such deduction there is in the possession of the District, a current, non-revocable written assignment for that school year, executed by the employee, in the form and according to the terms of the authorization form. 7

12 10.02 The District will deduct current uniform dues from the pay of employees for the first pay period ending in a given calendar month All sums deducted by the District shall be remitted to the Union at 520 E. 34 th, Anchorage, Alaska, not later than the fifteenth (15 th ) day of the calendar month in which such deductions are made The Union agrees to hold the District free from liability in connection with dues collection except for ordinary diligence and care in transmittal of monies to the Union. ARTICLE 11 DISCIPLINE AND DISCHARGE a. The District retains the right to discipline and/or discharge an employee for just cause. The District may discharge an employee for reasons that include, but are not limited to, drunkenness, theft, dishonesty, gross disobedience, abandonment of duties, or unexcused absences of three (3) consecutive workdays or more. The District will take into consideration, prior to taking disciplinary action and/or discharge, unsatisfactory performance of duties in written documentation maintained by the District. A copy of all written documentation shall be given to the employee at the time of entry into the employee s file. Employees may be represented by a Union representative in any discipline conference. b. If the District determines to discharge an employee, the employee shall be given the reason(s), in writing, for such action. Any employee who is discharged shall have the right to grieve under the grievance procedure at Level III. c. The District and the Union jointly agree that a termination of employment is the most severe disciplinary action that the District can take. In order to offer the employee fair treatment, the following will be taken into consideration prior to an employee s discharge: 1. The District will, before finalizing the disciplinary action, make reasonable effort to discover whether or not the employee did in fact violate or disobey a rule and/or order of management. 2. The District agrees to administer disciplinary action and discharge equitably without discrimination against any one particular employee. 3. The District agrees to explore various alternatives available for disciplinary action prior to discharging any employee. d. The District agrees to the concept of progressive discipline and will use it where applicable Each regular employee shall give the District two (2) weeks notice before leaving its employment, unless mutually agreed beforehand between the District and the Union. Except for just cause termination, the employee shall be given two (2) weeks notice or two (2) weeks pay prior to involuntary discharge. ARTICLE 12 GRIEVANCE PROCEDURE 8

13 Any grievance, complaint, or dispute arising from the interpretation or application of the terms of this agreement may be handled in the following manner: The employee shall report the grievance to the shop steward or such other Union representative as may be designated by the Union within ten (10) working days of the event giving rise to the grievance or within ten (10) working days of the time any party knew or had reason to know of the existence of the grievance Level I: If the employee and shop steward are unable to resolve the grievance within ten (10) working days, the Union shall submit the grievance in writing to the department head. Such written grievance shall set forth the circumstances from which the grievance arose as well as any Sections of the Collective Bargaining Agreement which the Union deems to have been violated, and remedy requested Level II: If the department head and the Union representative are unable to resolve the grievance within ten (10) working days, the Union may request that an administrative review be conducted by the District s Contract Administration Department. That review shall include a meeting with the grievant and the Union representative. A written response to the grievance shall be prepared by the Contract Administration Department within ten (10) workdays of such meeting Level III: If the response of the Contract Administration Department fails to resolve the grievance or if no response is received within ten (10) working days of the meeting called to discuss the grievance, the Union may request that a hearing officer be appointed to hear the grievance. If no request is received within ten (10) workdays of the Level II decision or within twenty (20) workdays of the Level II hearing if no Level II decision is rendered, the Union waives its right to arbitration. The selection of the hearing officer shall be mutually agreeable to the Union and the District. If no agreement is possible, the hearing officer shall be selected from a list of arbitrators provided by the American Arbitration Association or developed between the parties. The list shall include an odd number of candidates; each side shall select one name to strike, in alternating turns, until only one name remains. The order of striking shall be determined by a coin toss. The selection of an arbitrator shall occur within ten (10) workdays of the request, provided a standard list is used. More time may be needed if a fresh list is requested from the American Arbitration Association. The District and Union may agree to adopt an acceptable list of arbitrators. The hearing officer shall not be an employee of the District or a member of the union. All expenses for the hearing officer shall be borne by the losing party. The hearing officer shall hold a hearing as soon as it can be scheduled by the person selected. The hearing officer shall notify all parties as to the time, date, and place of the hearing. The hearing officer shall rule on all matters of substance and procedure, including timeliness, as well as the admissibility of evidence. Each party shall be given an opportunity to appear in person and/or by attorney, to produce witnesses and cross-examine. The hearing officer shall issue and serve upon the parties a written determination of the grievance within twenty (20) working days of the close of the hearing, or as soon thereafter as is possible. The hearing officer s decision shall be final and binding. 9

14 12.05 The parties may extend the time limits set forth in this Article by mutual agreement. ARTICLE 13 EXAMINATION OF RECORDS Material which reflects on the performance of an employee may be placed by an authorized supervisor into the Human Resources file at any time. However, employees shall be given copies of all such material at time of placement and shall be given opportunity to respond or rebut in writing within seven (7) workdays any and all entries into their personnel files The Union representative or employee shall have the right to examine employee records pertaining to wages, hours, and conditions covered by this Agreement. The District shall make available original or copies of the original records for examination by the Union representative or the employee, upon forty-eight (48) hours' notice from the Union or employee to the office where the record is available The employee may request removal of written records of disciplinary action after twelve (12) months from the date of the incident. ARTICLE 14 EMPLOYEE CLASSIFICATION The District agrees that unless otherwise specified, the Employer will be governed by the following schedule of hourly rates and working conditions in dealing with its employees who come under the provisions of this Agreement. Where new types of licenses resulting in additional work duties, or equipment and/or operations for which rates of pay are not established by this Agreement are put into use after the effective date of this Agreement, rates governing such operations shall be subject to negotiation by the parties. Rates agreed upon or awarded shall be effective as of the date the equipment is put into use Defined job descriptions shall be submitted to the Union on request once annually. Employees shall only be required to perform their specialty duties or defined general maintenance duties, as qualified, equivalent to their wage, except in cases of emergency (i.e. plowing snow after a snowfall). Employees temporarily assigned to duties of a higher classification shall receive the higher rate of pay for actual hours worked. When an employee is requested to work in a lower-rated classification, they shall receive their regular rate of pay for all such lower-rated work performed The Union will be notified of changes to PVAs when posted. ARTICLE 15 CLASSIFICATIONS Range M - 10 Position Title Lead 10

15 M 9 M - 8 M - 7 M - 6 Automation Fire Alarm Specialist Diesel Generator Mechanic Specialist Journeyman Electrician Journeyman Plumber Auditorium Technician A.V. Equipment Repair Specialist Building Controls Specialist Data Communication Specialist Diesel Generator Mechanic Technician Electronics Specialist Equipment Operator Expediter Facilities Maintenance Specialist General Maintenance Specialist Glass Specialist Heat & Vent Chemicals Specialist Heat & Vent Specialist Material Control Specialist Mechanical/Welding Specialist Playground Equipment Specialist Refrigeration Specialist Senior Automotive Technician Senior Carpenter Senior Locksmith Senior Painter Senior Warehouse Specialist Automotive Service Technician A.V. Equipment Repair Technician / Truck Driver Fixed Asset Warehouse Specialist Supply Specialist Tool Room and Parts Technician Carpenter Electrician Facilities Maintenance Technician Glass Technician Heat & Vent Technician Locksmith Mechanical/Welder Technician Painter Plumber Roofer Truck Driver/Warehouse Specialist M

16 M - 4 M 3 Facilities Maintenance Helper General Maintenance Helper Heat and Vent Assistant Refrigeration Assistant Courier/Laborer *An employee who believes their position should be reclassified may apply to the District Reclassification Committee during the budget process in October. Established procedures of the Reclassification Committee will be followed General or Facilities Maintenance Employees. a. General or Facilities Maintenance employees shall perform general preventive maintenance and repair of building structures and their mechanical, electrical, or sanitary systems. They may also perform general maintenance and repair of the District s machinery and equipment. They are expected to possess basic to advanced practical knowledge of several maintenance trades, depending on grade Shift Differential. a. Employees who are assigned to shifts which begin after noon, shall receive shift differential pay of fifty cents ($.50) per hour for the total shift. b. Employees who are assigned to shifts which begin after 6 p.m. shall receive shift differential pay of sixty cents ($.60) per hour for the total shift Mileage Reimbursement. Employees covered by this Agreement will not be required to use private automobiles in the conduct of the District s business. However, employees who volunteer the use of their private automobile shall be reimbursed at the approved Federal Internal Revenue Service rate, adjusted annually. Employees shall not use their personal vehicle without prior approval from the supervisor. Requests for mileage reimbursement must be submitted quarterly. Mileage driven between July 1 and September 30 must be submitted for reimbursement by October 15. Mileage driven between October 1 and December 31 must be submitted for reimbursement by January 15. Mileage driven between January 1 and March 31 must be submitted for reimbursement by April 15. Mileage driven between April 1 and June 30 must be submitted for reimbursement by July Tools, Uniforms, Property, and Licenses. a. The Employer will determine the composition of a basic set of tools for each craft section and shall furnish employees the appropriate set of tools necessary to perform the activity required of them. Employees shall be responsible for issued tools and equipment during the term of their employment with the District. Tools (i.e. hammers, drills) and equipment (i.e. trucks, lifts) are defined as items normally associated with completing craft work. Property is defined as items required to complete assigned tasks i.e. office supplies, keys, etc. 12

17 Stolen tools will be replaced upon presentation of a police report. Upon termination, the employee will turn their issued tools in to their supervisor. Any tools not returned shall be replaced by the employee with tools of equal quality. Replacement tools are to be approved by the supervisor. It is understood and agreed that the District shall provide the tools initially necessary to perform the jobs required and shall replace those tools damaged or worn through normal wear and tear. The Employer will replace said tools when returned by the employees. Employees are required to notify their supervisor within 24 hours of any lost property or tools. However, the employee shall be responsible to replace lost tools they have been issued. In addition, safety equipment issued to employees assigned to Vehicle Maintenance shall include coveralls; which shall be supplied and cleaned by the District, and must be worn. Change outs shall be available three (3) times per week. b. Each employee shall be responsible to account for the tools, protective clothing, and equipment so supplied, ordinary wear and tear excepted. Protective clothing, tools, and equipment which becomes damaged or is stolen through the employee s carelessness, negligence, or deliberate act, shall be replaced or paid for by the employee. c. Paint Unit employees shall be paid an additional fifteen cents ($.15) per hour to cover the costs of purchasing and cleaning the required uniforms. Other units may also opt for uniform pay if all employees in the unit agree to wear the required uniforms. d. The District shall reimburse employees for the cost of renewing Commercial Driver s Licenses when possession of such license is a condition of employment. e. Employees will be reimbursed for the cost of District-required craft licenses or certifications. f. The District shall provide all safety equipment and personal protection devices required by the District or O.S.H.A Wages. FY Range Step 1 Step 2 Step 3 Step 4 Step 5 M M M M M M

18 M M FY Range Step 1 Step 2 Step 3 Step 4 Step 5 M M M M M M M M FY Range Step 1 Step 2 Step 3 Step 4 Step 5 M M M M M M M M For , wages will increase by 1.25% over the wage schedule. For , wages will increase by 1% over the wage schedule. For , wages will increase by.75% over the wage schedule. A $1,000 bonus will be paid to eligible employees within thirty (30) days of adoption of this bargaining agreement by the School Board. To be eligible for the bonus, an employee must have been actively employed with the District and covered by this bargaining agreement on the date of ratification of this agreement by the membership. These sums are paid as bonuses and are not eligible for PERS credit. A $750 bonus will be paid to eligible employees by October 30, To be eligible for the bonus, an employee must be actively employed with the District, covered by this bargaining agreement on September 30, 2016, and have been actively employed with the District and covered by this bargaining agreement the prior school year. These sums are paid as bonuses and are not eligible for PERS credit. Step 1 is the entry level for new employees. After attaining one (1) year of employment, an employee will move to Step 2. 14

19 After attaining two (2) years of employment, an employee will move to Step 3. Steps 4 and 5 apply only to those employed after June 30, After attaining five (5) years of employment an employee will move to Step 4. After attaining ten (10) years of employment an employee will move to Step Market-Based Pay Adjustments. If the District determines that market conditions require a range or classification(s) within a range be compensated above the existing range, the District, with written agreement by the Union, may compensate employees in the range or classification(s) within the range up to one hundred twenty-five percent (125%) of the maximum step in the range. ARTICLE 16 WORKING RULES Workweek. The workweek shall consist of forty (40) hours and shall be assigned in either of two configurations: Monday through Friday, eight (8) hours per day or four (4), ten (10) hour days in consecutive order. a. The following rules shall apply to all shift scheduling: 1. Shall be provided fourteen (14) working days advanced notice of the shift assignment. 2. Shall be assigned to such shifts for a minimum of ninety (90) calendar days unless otherwise mutually agreed. This guarantee shall not apply to temporary shift changes, e.g., summer, etc., only to permanent shift assignments. 3. Shall bid for shifts and locations according to the seniority provisions of the Labor Agreement. b. The following rules shall additionally apply to four-ten (4-10) hour shifts: 1. Holidays, vacation, and other types of leave will be calculated utilizing a standard ten-hour workday. 2. Shall not be entitled to a paid lunch at the conclusion of the ten-hour shift. Other lunch provisions covered by the Agreement will govern. 3. Shall not be covered by the Monday through Friday workweek provision of this Agreement. Employees assigned a regularly scheduled shift on Saturday and/or Sunday will be placed on four tenhour shifts per week. Employees temporarily assigned Saturday and/or Sunday work under the overtime provisions of the Agreement will not be entitled to coverage as employees regularly scheduled to 4-10 shifts General Overtime Rules. a. Employees shall be paid at one and one-half (1-1/2) times the basic straighttime hourly wage rate for compensable hours in excess of eight (8) or ten (10) in any regular work day depending on assigned shift, or for compensable hours in excess of forty (40) in any one (1) week. Further, employees who are requested to work outside the regular scheduled shift shall be paid at overtime rates. 15

20 b. Employees working in excess of twelve (12) hours in any continuous work period shall be paid at two (2) times the basic straight-time hourly wage rate. c. For employees assigned to 5-8 shifts, the sixth day of work shall be paid at one and one-half (1-1/2) times the straight rate. For employees assigned to 4-10 shifts, the fifth and sixth days shall be paid at one and one-half times (1-1/2) the straight rate. All work performed on the seventh consecutive day worked in a work week shall be compensated at the double time rate of pay. Shifts regularly scheduled to start on or after 8:00 p.m. on Sunday evening are considered Monday workdays. d. All employees eligible for overtime shall be notified of the opportunity for overtime work unless they have specifically requested in writing, leave for the period in which overtime becomes available. Employees who have been approved, in writing, on the appropriate Request for Leave form shall not be requested or required to work overtime during the period for which the leave has been approved. Unless the request for leave has been approved in writing, employees may be required to work overtime. e. Overtime shall be offered as follows: In the Warehouse and Student Nutrition units, first to regular employees of the work unit, then to regular employees of the other work unit, and last to regular employees of the bargaining unit. The following units shall be treated in the same manner: Vehicle Maintenance and Student Transportation Maintenance Facilities Maintenance and Equipment Operators In all other work units, first to regular employees of the work unit and then to regular employees of the bargaining unit Scheduled Overtime. Employees may be scheduled to work overtime. Scheduled overtime work shall be rotated first among the voluntary employees within the work unit, within the work zone where the work is to be performed before offering the work within the work unit District wide subject to their qualifications and ability to perform the work. The District will maintain and post an overtime list and offer overtime first to the employee at the top of the rotation list and then to others in descending order on the rotation list. Only those employees on the list shall be called for voluntary overtime opportunities. When an insufficient number of workers volunteer for scheduled overtime, it shall be assigned by inverse order of work unit seniority first within the work unit, within the work zone where the work is to be performed then within the work unit District wide. a. The employee shall be informed of the scheduled overtime, the general nature of the work, and the approximate number of hours involved. b. All scheduled overtime, including refused scheduled overtime, shall be charged against the employees' scheduled overtime rotation list. Twenty-four (24) hour notice of scheduled overtime shall be given, except when an emergency is declared by the appropriate director. c. Employees who are forced to work overtime will not lose their position on the scheduled overtime rotation list. 16

21 16.04 Call-Outs. a. The call-out rotation list shall not be included in the scheduled overtime rotating list provided above. Call-outs or refusals will be charged against the employees' call-out rotation list. Employees who sign up for overtime are expected to be available to accept the call-out. The District will maintain and post a call-out overtime list and offer overtime first to the employee at the top of the rotation list and then to others in descending order on the rotation list. EXCEPTION TO THE ABOVE CALL-OUT PROCEDURE: When an employee, with operational knowledge, has been working with a vendor on a project and is required to assist after regular duty hours that employee shall be called out. Employees who have volunteered for overtime work, but refuse such work more than twice per thirty (30) calendar day period, will be removed from the overtime list for the next ninety (90) days. Employees who volunteer for callout shall be issued cellular phones. If an employee fails to answer a call placed to an issued cellular phone, it will be treated as a refusal of work. 1. Employees who are contacted to respond to subsequent emergencies at other locations prior to completing the assigned tasks at the initial location shall respond as one call-out. After the initial three hour call out period the employee may request the supervisor dispatch the next employee on the rotation list. 2. Emergencies received after an individual has been dispatched and has completed the work (including notification to the District s security provider) will be dispatched to the next employee on the rotation list for call-out. b. In the event the employee is not worked in the rightful rotation position of seniority, the employee shall be compensated in the amount of hours that were earned by the employee in their stead, unless otherwise mutually agreed upon by the Union and the District. c. When an employee has completed a regularly scheduled shift and is called back to perform work of any nature within two (2) hours after the regular shift, it shall be considered a continuation of the shift. The employee shall receive a guaranteed minimum of three (3) hours pay, at the appropriate overtime rates. This Section shall not apply to scheduled overtime. d. When a regular employee is called out for work, the employee shall be guaranteed three (3) hours' pay, at the appropriate overtime rates. Time worked beyond three (3) hours will be paid at the appropriate overtime rate Standby. a. Employees who accept standby on weekend duty shall receive six (6) hours' pay at the appropriate overtime rate for each day of standby. Employees on standby shall receive actual hours worked at the appropriate overtime rate for calls to a work site occurring after six (6) hours from the first call. All calls during the initial six (6) hours shall be included in the six (6) hours standby pay for each day. Employees will not be required to serve standby duty. 17

22 b. A regular employee who is working under this Section shall be released from duty at the completion of the job for which called back or called out. If subsequent emergencies occur within the initial six (6) hour call-out period, the employee will be dispatched accordingly. This will only apply to emergency situations, not to routine duties When a regular shift is started, no less than a full shift shall be allowed. Eight (8) hours shall constitute a shift in a five (5) day workweek and ten (10) hours shall constitute a shift in a four (4) day workweek including Saturday, Sunday, and holidays Employees reporting to work and not put to work shall receive four (4) hours' pay at their appropriate rate, unless notified not to report at the end of their previous shift or two (2) hours prior to the start of a shift When employees are required to stand by because of temporary breakdown or shortage of materials, temporary weather conditions, or for any other cause beyond their control, no time shall be deducted from this period and the finishing time or shift shall not be extended to make up the lost time. ARTICLE 17 WORK ASSIGNMENTS Employees will be expected to perform job duties in accordance with the established requirements of the position. The District reserves the right to require preemployment tests, as appropriate, to ascertain fitness for duty. Help will be provided on all heavy or bulky items that the employees are required to handle. Proper equipment required to handle any such items shall be provided by the School District For safety reasons, supervisors will not assign employees to perform work alone when circumstances, including the nature of the equipment and the operation to be performed, could expose the employee to unreasonable danger from inclement weather or hazardous conditions. Decisions will be made by supervisors and the safety committee in line with current industry standards Non-bargaining unit supervisors may perform craft work during an emergency, safety issue, or staffing problem; however, a supervisor may work at the craft no more than ten (10) hours in any workweek. Emergency situations or staffing problems shall be adjusted during the next workday, unless the District can demonstrate an inability to rectify the situation that quickly, in which case it shall be rectified as soon as possible When four (4) or more are assigned to work as a crew at a site outside of the assigned shop grounds, and the craft lead is unable to make any visits to the job site during a work shift, the District shall designate one of the crew members as a Craft Lead and will pay Craft Lead scale for the hours worked. The District may select one (1) of the three (3) most senior qualified employees who will be assigned to the work detail as Craft Lead. 18